Collier Legal Search

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TEXAS LEGAL HIRING MaRKEt

Texas Legal Hiring Market | Why Speed & Strategy Are Essential

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Recent reporting from Bloomberg Law, Reuters, and the U.S. Bureau of Labor Statistics confirms what firms on the ground already know: demand for experienced attorneys in Texas continues to exceed supply. Texas’s legal hiring market has shifted to intense competition as national firms expand rapidly. In addition, according to Staffing Industry Analysts survey, 66% of employers plan to increase headcount in the first half of 2026, up from 63% in both 2025 and 2024. With employment at record highs, building a strong legal team hinges on strategic hiring that attracts top talent. Texas Legal Market Expands  In the past year, several prominent law firms have entered Texas, increasing competition across major markets, according to Bloomberg Law. In January 2026, Dechert opened offices in Dallas and Houston, bringing more than 20 partners from McDermott Will and Schulte Roth & Zabel, signaling increased corporate, M&A, and complex litigation work in Texas. Offit Kurman opened its first Texas office in the Dallas-Fort Worth area in October 2025, focusing on corporate restructuring and bankruptcy. Energy-focused growth has accelerated. Sullivan & Cromwell began preparing for a Houston expansion in early 2026, targeting Texas’s energy sector and reinforcing Houston’s status as a national hub for energy and complex transactions. Regional firms are also expanding. In 2025, Balch & Bingham strengthened its Austin presence by combining with Duggins Wren Mann and Romero, enhancing its energy and regulatory capabilities.  Paul Hastings has expanded significantly, adding more than 20 partners in Dallas and Houston over the past two years through late 2025, showing long-term confidence in the Texas market. King & Spalding set the stage by opening a Dallas office in early 2024, focusing on intellectual property and litigation. Its presence continues to influence competition in North Texas. These developments show that Texas is now a primary destination for national law firm growth, not just an emerging market. In Texas’s market, Collier Legal Search delivers real-time market intelligence and proactive connections to outstanding candidates, enabling firms to hire top talent before others even realize they are available. Hiring Strategy and Speed Matter with Strong Employment and Limited Supply This expansion comes as legal employment remains tight. Reuters reports that U.S. legal employment reached a record high in late 2025, with over 1.2 million people working in legal services. The Bureau of Labor Statistics projects a 4% growth in lawyer employment over the next decade, spurred by increased business activity, regulatory complexity, and litigation demand. In the short term, this growth does little to ease the competition for experienced attorneys in Texas. Firms are competing for attorneys who are selective, well compensated, and often considering multiple opportunities, rather than for unemployed candidates. Speed now defines the Texas legal hiring market. Firms that act quickly secure top talent, while those that hesitate often miss out. Highly qualified attorneys rarely remain available for long. Many are not actively searching. Instead, they become open to change quietly and briefly, often triggered by leadership shifts, client changes, or misalignment with long-term goals. By the time a role is publicly posted, the strongest candidates are often already engaged in conversations elsewhere. Consistency gives firms an advantage. Firms partnering with Collier Legal Search gain early, inside access to the market. Our established relationships allow us to alert clients to talent before a formal job search begins, giving our partners a strategic lead in securing the most sought-after attorneys. Speed is about preparation, insight, and decisive action. Collier Legal Search provides firms with current candidate expectations, internal alignment strategies, and informed guidance. Our process helps firms minimize risk, avoid drawn-out searches, manage counteroffers, and secure top talent ahead of competitors. Competing Beyond Compensation Although compensation in Texas continues to rise, salary alone is no longer enough to secure top talent. Candidates now consider other factors that influence long-term career satisfaction. Leadership stability, mentorship, workload expectations, flexibility, and clarity about opportunities for promotion are increasingly important to candidates. Firms that communicate their value proposition are well placed to compete, even against larger firms. Transparency is essential. Candidates expect explicit communication about bonuses, expectations, and growth paths. Firms that provide clarity early build trust and reduce the risk of late-stage withdrawals. Remaining Competitive within a Crowded Market To compete in Texas’s legal hiring market, firms should focus on these priorities: Plan ahead by anticipating growth, succession, and client-driven hiring needs. Move decisively with streamlined interview processes and empowered decision-makers. Differentiate clearly by communicating culture, leadership, and long-term opportunity. Work with an experienced legal recruiter like Collier Legal Search. With over 20 years of experience, we have relationships with top talent. Firms entering and expanding in Texas are acting deliberately and quickly. Those seeking to compete must do likewise. Texas remains one of the nation’s most thriving legal markets. Firm expansion, strong employment, and sustained client demand indicate that competition for talent will remain intense. To secure the talent your firm needs, partner with Collier Legal Search. Contact us to discuss your hiring strategy and take the next step toward building a stronger team. A Strategic Partner in Texas In 2026, Collier Legal Search marks 23 years in business. Over more than two decades, our success has been guided by a simple yet powerful principle: recruiting is most effective when rooted in relationships, local insight, and a deep understanding of a firm’s business objectives. Led by native Houstonians, Collier Legal Search brings a uniquely local perspective to a rapidly evolving Texas legal market. Our owners’ deep-rooted connections to Texas law firms and legal professionals shape how we engage with clients, particularly as national and international firms expand into Houston and other key Texas markets. As firms enter Texas, successful hiring requires more than market knowledge alone. It requires an understanding of leadership vision, growth strategy, and how a firm intends to position itself in a highly competitive environment. We spend time meeting directly with firm leadership to understand their business approach, practice priorities, and long-term goals. That insight allows us to align hiring strategy with where the firm is

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CLS Brewing The Perfect Legal Team

Brewing the Perfect Legal Team: A Hiring Potion for 2026 Success

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As 2025 winds down and the Halloween season stirs up its share of tricks and treats, there’s no better time for law firms and corporate legal departments to start brewing their 2026 legal hiring strategy. In today’s competitive legal market, the right mix of foresight, preparation, and flexibility can make the difference between a team that thrives and one that’s haunted by turnover, burnout, or missed opportunities. At Collier Legal Search, we’ve seen firsthand how firms that plan ahead create a strong foundation for success. The “perfect hiring potion” isn’t magic, it’s strategy, data, and timing blended just right. Step One: Gather the Right Ingredients To brew the best legal team, you need quality ingredients and a great strategy. Start by taking a close look at your current team and determine where your biggest opportunities may arise in 2026. Evaluate strengths and gaps.  Examine which practice areas are thriving and which are stretched thin as you plan for 2026. Recent growth across Texas and nationally has been driven by expanding demand in regulatory compliance, litigation, data privacy, and complex commercial transactions. Emerging areas, such as ESG, intellectual property, and healthcare law, continue to accelerate, while energy and technology remain regional powerhouses. Assess whether your firm has the right mix of talent to meet these evolving client needs and ensure succession plans are in place for senior attorneys and key support roles to maintain stability amid ongoing industry growth. Forecast demand. Consider industry trends, client expectations, and the economic outlook as you plan for the year ahead. Texas continues to experience significant growth in key sectors such as energy, compliance, and corporate law, all areas where both in-house and private firms are actively expanding their legal teams. In recent years, major companies, including Tesla, Oracle, Hewlett Packard Enterprise, Chevron, Caterpillar, NVIDIA, AECOM, and Charles Schwab, have established their headquarters in Texas. This ongoing wave of corporate relocations is fueling the need for in-house legal professionals who can navigate regulatory landscapes, manage compliance, and support rapid business expansion. Understanding where this demand is increasing will help your firm anticipate client needs and align your hiring strategy accordingly. Budget with purpose. Include hiring and retention in your annual planning. Competitive compensation, training programs, and flexible work models should all have a line item in your 2026 budget.  Corporate Culture Considerations. Include hiring, retention, and culture development in your 2026 planning. A strong corporate culture is no longer optional, it’s a competitive advantage in attracting and retaining top legal talent. Allocate resources for mentorship programs, and professional development that support your team’s long-term engagement. Recognize that investments in training, transparency, and recognition not only strengthen firm culture, but also improve productivity and client satisfaction. Treat these efforts as essential components of your annual budget, not extras, to ensure your firm remains a place where top talent wants to stay and grow. Step Two: Stir in Strategic Timing Even the best potion fails without patience and precision. The same holds true for hiring where timing and partnership are everything. The first quarter is typically the busiest hiring season, but the firms that plan early and work closely with a trusted recruiting partner gain a clear advantage. At Collier Legal Search, we help clients look beyond immediate openings to anticipate future needs, align hiring timelines with budget cycles, and connect with exceptional candidates before the competition does. Houston remains a tight market for attracting top talent. Here are some considerations for planning:  Plan hiring cycles early. Review anticipated retirements, promotions, and upcoming client needs before year-end. Early planning ensures your firm enters 2026 ready to act strategically, not reactively. Partner early with recruiters. Working with Collier Legal Search gives your firm access to a deep network of pre-qualified attorneys and legal professionals who may not be actively on the market, but are open to the right opportunity. Stay flexible and informed. Market conditions and candidate expectations evolve quickly. We provide real-time insight into salary trends, and cultural expectations so you can adapt your approach and make competitive offers. When firms combine thoughtful planning with Collier Legal Search’s personalized, consultative approach, they fill positions with top legal talent and build stronger, longer-lasting teams. Step Three: Add a Pinch of Culture No hiring strategy is complete without the secret ingredient: culture. A strong firm culture doesn’t just boost morale, it attracts and retains top legal talent. At Collier Legal Search, we know that candidates today look beyond salary. They want workplaces that reflect shared values, open communication, and genuine investment in well-being. Law firms with defined core values, transparent leadership, and mentorship programs consistently stand out in a competitive market. To make your firm’s culture a competitive advantage: Define and live your values. Leadership should model integrity, collaboration, and respect in daily actions and decisions. Foster open communication. Regular meetings, transparent updates, and accessible leadership create trust and shared purpose. Invest in people. Offer training, mentorship, and well-being programs that help your team grow professionally and personally. Celebrate success. Recognize achievements often, big and small, to reinforce engagement and loyalty. Culture is more than a concept; it’s the heartbeat of your firm. When built with intention and consistency, it becomes your most powerful tool for attracting and keeping exceptional talent. Step Four: Don’t Forget the Retention Hiring is only half the potion. It’s key to have a strong retention strategy as well. In today’s legal market, professionals aren’t just seeking higher pay; they’re seeking purpose, growth, and balance. Retention has become a top priority as attorneys and legal staff grow more selective about where, and how they want to build their careers. To strengthen retention: Invest in growth. Provide clear advancement paths and opportunities for mentorship and leadership development. Build a culture of respect and recognition. Regular feedback, transparency, and acknowledgment foster long-term loyalty. Support well-being. Encourage balance with reasonable workloads, mental health resources, and flexibility. Connect purpose to performance. Help your team see how their work contributes to the firm’s larger mission. At Collier Legal Search, we help firms design retention-focused hiring strategies that prioritize alignment, culture, and longevity.  Step Five:

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CLS In-House Legal Counsel

The Rising Demand for In-House Legal Counsel in Texas

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Since 2017, in-house legal hiring has steadily increased across the United States. Texas has been at the forefront of this movement with its unique blend of global industries and rapidly growing metropolitan areas. The Association of Corporate Counsel’s U.S. In-House Counsel Population Tracker shows that corporate counsel headcount has grown yearly since 2017. Paired with the insights from the 2024 ACC Law Department Compensation Survey, the message is clear: companies are prioritizing their internal legal talent more than ever before. At Collier Legal Search, we see this shift reflected directly in the broader Texas and Greater Houston markets.  Texas, A Legal Market Like No Other Texas consistently ranks among the top states for business relocations and corporate expansions, thanks to its pro-business policies and absence of state income tax. Here are a few industries to consider: Energy: Houston’s energy sector continues to drive hiring for in-house counsel specializing in environmental, regulatory, and global trade law. Healthcare: With major hospital systems and biotech firms in Houston and Dallas, compliance and regulatory positions are expanding quickly. Technology: Austin’s tech ecosystem has fueled demand for attorneys focused on IP, data privacy, and venture financing. Manufacturing and Logistics: Central Texas hubs, such as San Antonio, are creating opportunities for lawyers with experience in contracts, supply chain management, and risk management. In recent years, several companies, including Tesla, Oracle, Hewlett Packard Enterprise, Chevron, Caterpillar, NVIDIA, AECOM, and Charles Schwab, have established their headquarters in Texas. This increase in relocations is spurring the demand for in-house legal professionals.  ACC Texas Legal Compensation Trends The 2024 ACC Law Department Compensation Survey highlights consistent increases in salaries, bonuses, and benefits across in-house positions nationwide. Texas companies, competing for top legal talent in a competitive hiring market, are offering packages that match or exceed national averages. The report found that 25% percent of respondents have changed jobs within the past two years. Key takeaways include: General Counsel roles in the Texas energy and healthcare sectors are among the highest-paid in the country. Mid-level in-house attorneys are seeing strong salary growth, especially in corporate compliance and data security. Legal operations and compliance officers are benefiting from expanded budgets, reflecting a holistic investment in legal teams. For attorneys in Texas, this means both upward mobility and compensation that reflects the importance of their role within the business. Reasons to Expand Your In-House Legal Counsel Texas corporations are expanding in-house legal counsel for many reasons. In 2024 alone, there were approximately 11,430 in-house counsels in Texas. Cost Efficiency – As outside counsel billing rates continue to climb, Texas companies are shifting more work inside. Knowledge Base: In-house counsel in Texas often sits alongside executives and have the inner working knowledge of the firm. They can provide guidance in real time. According to the report, 62% of individuals going in-house from a law firm were able to focus on a broader range of legal issues. Regulatory Complexity: Texas businesses face unique legal demands that are best addressed by dedicated internal teams, encompassing a range of areas, from energy regulations to healthcare compliance. Flexibility: In-house attorneys offer the flexibility to adapt to the firm’s changing needs. Additionally, in the report, 66% of respondents who went in-house felt an increased focus on business objectives.  The shift toward in-house legal hiring does not diminish the importance of Texas law firms. While day-to-day matters are increasingly handled internally, firms remain essential for high-stakes litigation, major mergers and acquisitions (M&A) transactions, and specialized regulatory issues, which continue to rise to an all-time high. Firms in Texas are adapting by providing niche expertise, secondments, and fee structures that complement in-house capabilities.  What It Means for Attorneys in Texas According to the U.S. Bureau of Labor Statistics, the number of in-house legal counsel has increased by 49% from 2017 to 2024. This trend translates into a growing number of in-house legal career pathways across the state.  Early-career attorneys are finding opportunities with startups and mid-sized companies that are willing to train and integrate talent early. According to the ACC Compensation report, 16% of respondents transitioned directly from law school to in-house roles. Mid-level attorneys are in high demand, particularly those with 5 to 10 years of firm experience who can transition smoothly into managing contracts, compliance, and risk. Senior lawyers are stepping into leadership roles, such as General Counsel, and joining executive teams to shape corporate direction. Attorneys making the move in-house often point to the balance of professional growth, competitive compensation, and the opportunity to be at the heart of business decision-making as the driving forces behind their transition.  The growth of in-house legal counsel in Texas shows no sign of slowing. With continued corporate relocations to Texas, expanding industries, and competitive compensation trends, in-house roles are expected to grow stronger through 2025 the remainder of the year and next year. At Collier Legal Search, we take pride in being Houston-based in the Heights and situated in the heart of one of the country’s most active legal hiring markets. We have a front-row view of how Texas companies are expanding their in-house legal teams and the demands for top candidates. Energy and healthcare continue to drive demand in this region, while technology, manufacturing, and finance are fueling opportunities throughout the state. Our deep understanding of the Houston market, combined with over 20 years of experience and an established network, enables us to anticipate statewide trends and connect attorneys with in-house roles. As top legal talent remains in high demand, we are your go-to resource for locating top candidates. 

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Personal Approach to Legal Recruiting

The PERSONAL Approach to Legal Recruiting

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Frustrated after casting too broad of a net? As a legal professional, either hiring or job searching, you may be sensing the onset of a downward slippery slope into an era when AI-driven platforms and arms-length recruiting tactics may be doing more harm than good for the practice of law. Rather than using genuine market knowledge and connections, these approaches thrive on mass outreach and volume, which may waste time and compromise the stability and expertise of a carefully chosen legal team. At Collier Legal Search, we know that matching top legal talent with the right opportunities is about more than résumés, titles, and practice areas. It’s about people. It’s about understanding that time is precious and should not be wasted. That’s why our recruiting philosophy is grounded in what we call the PERSONAL approach, a commitment to understanding both clients and candidates at the deepest level, ensuring long-term success for everyone we serve. Working with an experienced local legal recruiter is invaluable, as it brings a boots-on-the-ground, deep understanding of the legal market. This principle is at the heart of what distinguishes Collier Legal Search. Our founding partners were born and raised in Houston and have deep roots within the local and statewide community, allowing us to tap into generational networks and connections. Collier Legal Search’s PERSONAL approach to legal recruiting brings structure and consistency to the way we approach every client and candidate relationship. P – Personalized Partnerships We believe every placement begins with a relationship, which is why our team takes the time to learn about your firm’s culture, goals, and unique challenges, or, for candidates, your career aspirations and values. We do more than fill openings; we partner with law firms and in-house legal teams to create hiring strategies that prioritize fit and the future.  Our personal approach ensures that we not only attract top-tier legal professionals but also place them in roles where they will want to stay. This means going beyond résumés to assess legal experience, personality, work style, and long-term goals, tailoring every search to match organizational culture and evolving needs, while also providing market intelligence on compensation, benefits, and retention strategies. And because successful recruiting doesn’t end on a candidate’s first day, we maintain post-placement follow-up to ensure a smooth transition and ongoing success. By building trust from the outset and treating every match as unique, we avoid the cookie-cutter placements that often fail in the long run, instead creating enduring partnerships that benefit both firms and candidates. E – Experience You Can Trust With decades of combined experience in law, staffing, and a strong network in Houston’s legal market, our recruiters bring insider knowledge to every search. We know the nuances of practice groups, compensation trends, and the demands of local and national firms. This experience allows us to guide clients and candidates with clarity and confidence.  Many of our team members have been with Collier Legal Search for over 10 years and have successfully placed candidates at numerous top law firms in Houston. The legal industry is complex, and having recruiters with true experience means fewer surprises and better outcomes. Our team has walked in the shoes of the attorneys and staff we place, so we know what success looks like from the inside. This expertise enables us to provide meaningful counsel on a wide range of topics, including lateral moves, partner placements, organizational structure, and overall staffing strategy. R – Responsive Service The legal field moves quickly, and so do we. Whether it’s answering questions, providing updates, or delivering timely candidate options, our team takes pride in being responsive and reliable. Your priorities are our priorities. Recruiting can be stressful as top legal candidates are in high demand. Responsiveness isn’t just a nice-to-have; it’s essential in today’s legal hiring climate. We see communication as a cornerstone of our service, ensuring that clients never feel left in the dark and candidates always know where they stand in the process. S – Strategic Insight Hiring isn’t just about filling a role, it’s about positioning your firm or team for future success. In today’s rapidly evolving legal landscape, that means integrating technology fluency alongside legal acumen, and our strategic guidance helps you do exactly that. At Collier Legal Search, we provide forward-looking insights into both skill sets and market demands, ensuring placements are as future-ready as they are mission-aligned. We recognize that legal technology is no longer a “nice-to-have” as it is now a core competency. Emerging legal tech skills,including proficiency with AI tools such as legal research assistants, contract analysis systems, e-discovery platforms, practice and case management software, and even prompt engineering for AI are reshaping how legal work gets done. Lawyers who are adept at leveraging these technologies not only deliver faster, more accurate results but also elevate client service through efficiency and innovation. Our strategic process incorporates this insight by aligning candidate capabilities with technological trends that matter so you’re not just hiring talent for today’s needs, but building the firm’s technology fluency for tomorrow. O – Opportunity Focused At Collier Legal Search, our commitment goes beyond finding the right hire. It is about creating the connection between top talent and firms for a lsting relationship. We understand that today’s legal talent, especially millennials and Gen Z associates, are not merely looking for a job, but for environments that feel supportive, values-driven, and growth-oriented. Many explore new roles not out of dissatisfaction, but in pursuit of something better. That’s why our PERSONAL approach emphasizes retention as part of the hiring process, not an afterthought. True opportunity means embedding candidates into cultures where there is a strong culture, growth opportunities, and wellness is taken into consideration.  By helping clients cultivate cultures where legal professionals feel purposeful and empowered, Collier Legal Search ensures that the opportunities we create aren’t just momentary openings, they are the foundation of enduring careers and thriving legal teams. N – Nurturing Careers & Firms From entry-level staff to seasoned partners, we see our role as

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CLS June 2025 Jobs Report & Houston Legal Jobs Outlook-2

The June 2025 Jobs Report & Houston Legal Jobs Outlook

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As the U.S. economy continues to evolve, the jobs report provides insight into hiring trends, workforce dynamics, and broader economic confidence. The June 2025 Jobs Report, released by the Bureau of Labor Statistics (BLS) and analyzed by Staffing Industry Analysts, paints a picture of moderate but meaningful progress for the legal industry. Here’s an analysis of the June 2025 Jobs Report and how labor market movements affect legal hiring today and in the months to come. Key Takeaways from the June 2025 Jobs Report 147,000 new nonfarm payroll jobs were added in June, surpassing market expectations of around 110,000. Unemployment edged down from 4.2% to 4.1%, signaling a relatively stable workforce environment. Average hourly earnings increased by $0.08, reaching $36.30—a 3.7% rise from the previous year. Job gains were concentrated in state and local government (+47,000), healthcare (+39,000), and social assistance (+19,000). Meanwhile, temporary help services declined slightly, by approximately 2,600 positions. These numbers confirm that, although the economy is not booming, it is steadily growing, and demand for skilled professionals, including legal talent, remains high. What This Means for Legal Hiring While the June 2025 Jobs Report doesn’t specifically break out data for the legal profession, broader hiring trends help illuminate where the opportunities lie. Here’s what our Collier Legal Search team is seeing in legal hiring right now:  1. Permanent Placement on the Rise With temporary roles slipping slightly, employers appear more confident in making long-term hiring commitments. This shift favors legal professionals seeking direct-hire roles, particularly those with experience in regulated industries such as healthcare, education, intellectual property, and the public sector. At Collier Legal Search, we’re seeing an uptick in law firms and corporate legal departments seeking permanent team members to support steady growth.  2. Competitive Compensation Is the New Standard Wage growth may appear incremental, but it actually represents a shortage of skilled, long-term talent. Legal professionals—especially those with in-demand specialties, such as litigation, regulatory matters, and employment law—are weighing multiple job offers and negotiating for higher compensation and more favorable benefit packages. To stay competitive, employers must streamline hiring timelines and offer compensation packages that reflect market realities.  3. Specialization in Public-Facing Sectors Is Growing The sectors showing the most job growth—healthcare, social services, tax law, and local government—are all highly regulated. That means an increased need for attorneys and legal staff who understand policy, compliance, contracts, and public law. This creates opportunities for legal professionals to bring niche expertise to organizations seeking operational and regulatory stability.  4. Steady Demand, But a Cautious Market Despite the job gains, underlying indicators such as stagnant hours worked, soft consumer demand, and selective hiring suggest that employers remain cautious. For law firms, this means carefully staffing, expanding where demand is strong, and avoiding overextension. The key is agility, and that’s where targeted legal recruiting makes the difference in locating the ideal candidates to join your firm. What’s Trending in Hiring In Houston Legal Our conversations with law firms, in-house legal teams, and candidates confirm much of what the June 2025 Jobs Report suggests—but with nuance. Here are some current trends we’re tracking in the legal sector:  Law firms are hiring again after a brief period of uncertainty, especially in corporate, healthcare, and education law. We are seeing an uptick in patent litigation, wealth preservation management/estate planning, as well as in-house corporate teams. There continues to be a conversation about the utilization of AI within the legal environment, which could result in a decrease in billable hours and ultimately lead to the need for additional staff. In-house teams are expanding to reduce outside counsel costs and gain direct control over compliance and regulatory issues. Paralegal and legal assistant roles are in high demand. Demand is high, and the supply of good, lasting talent is short, which has driven up legal salaries by 10-20% over the past five years. Partnering with Collier Legal Search If you’re responsible for hiring legal talent in today’s market, the June 2025 Jobs Report offers several lessons:  Act fast for the Top Candidates: Top candidates are in demand. Slow interview processes mean missed opportunities. Connect with our team and let us know of your hiring initiatives for the remainder of 2025 and 2026. Be transparent: Candidates appreciate clarity about your full compensation package, including benefits, expectations, and growth paths. Partner strategically: With over 20 years of experience in the Houston legal market, Collier Legal Search has established relationships within the Houston legal community. In addition, the Houston Business Journal just honored us as one of Houston’s top Direct Permanent Placement and Executive Search firms. Our partners, Kellie Collier and Kay Egger, are Houstonians deeply connected to the Houston legal community. At Collier Legal Search, we’re committed to helping firms connect with top legal talent in Houston, TX. Whether you’re looking to grow your team, pivot your legal hiring strategy, or secure your next role, we’re here to help. Contact our team today. 

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Legal Performance Reviews

Legal Performance Reviews

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How Law Firms Can Engage & Retain Millennial and Gen Z Talent As Millennials and Gen Z professionals become the driving force in the legal workforce, law firms must rethink how they deliver legal performance reviews. These younger employees bring fresh energy, high expectations, and a desire for growth and feedback far beyond the traditional once-a-year evaluation. In today’s competitive legal market, retaining top talent requires more than just salary and prestige—it requires a relevant, purposeful, and future-focused performance review strategy. At Collier Legal Search, we help Houston law firms recruit and retain exceptional legal professionals, and we’ve seen firsthand how the right performance review approach can strengthen employee engagement, loyalty, and long-term retention. If your firm is ready to modernize its approach, here are five essential strategies to upgrade your legal performance reviews for Millennial and Gen Z staff. 1. Evolve Beyond Outdated Annual Performance Reviews Millennials and Gen Z employees want continuous feedback, not just a yearly review. According to Forbes, 74% of Millennials report feeling “in the dark” about their performance, and Gen Z, raised in a world of instant responses, expects more frequent communication (Inc.). Shifting from a single annual evaluation to regular check-ins, project debriefs, open communication, or monthly progress conversations can make a difference for law firms. Integrating more frequent legal performance reviews helps law firms identify growth opportunities earlier and reduce turnover risk. 2. Tie Reviews to Purpose and Progress Millennial and Gen Z employees are motivated by purpose. Harvard Business Review notes that Gen Z values work that aligns with personal beliefs and career goals. In law firms, that means showing younger professionals how their work—whether managing litigation support or contributing to a trial team—directly impacts clients, the firm’s mission, and future careers. A modern legal performance review should focus on accomplishments and how the employee’s role fits into the firm’s long-term vision. 3. Make Reviews a Two-Way Dialogue These generations don’t want a one-sided evaluation. They want to participate in the process—bringing their reflections, questions, and feedback. Gen Z, in particular, values mentorship and coaching-style leadership, not just top-down assessments. Firms can encourage employees to come prepared with a self-assessment and career development questions. Use the review meeting to discuss what’s working, what could improve, and what resources they need to thrive. Two-way legal performance reviews foster trust, increase transparency, and strengthen employee-manager relationships in law firms. 4. Focus on Actionable Feedback and Career Development Millennials and Gen Z workers expect detailed, actionable feedback and want to know what’s next. Vague praise or generic comments like “good job” don’t carry weight. According to Business News Daily, Millennials are likelier to stay with employers who invest in their professional growth. Employers can be clear about strengths and areas for improvement and then set short-term and long-term development goals. Feedback can be aligned with the employee’s career trajectory, whether it’s increasing courtroom exposure or building project management skills. 5. Create a Feedback Culture, Not Just a Review Process To truly engage younger legal professionals, firms need more than structured performance reviews—they need a culture where feedback is continuous, encouraged, and valued. Law firms, especially those with high-pressure environments, can greatly benefit from normalizing feedback as a daily tool. Partners, supervisors, and team leads should regularly provide input and recognize successes. The traditional legal performance review is no longer enough to retain top legal talent. Today’s rising legal professionals want clarity, mentorship, and consistent feedback that aligns with their goals. Retention of in  2025 isn’t about gimmicks or surface-level perks — it’s about fostering an environment where legal professionals feel seen, supported, and challenged. Candidates consistently tell us they value a strong culture where firm values are lived by leadership. They seek clear growth opportunities, whether through upward mobility, cross-training, or leadership development. Regular recognition, respectful feedback, and a people-first mindset build lasting loyalty. Employees also want purpose and connection — understanding how their work supports the firm’s mission and experiencing transparent communication and collaboration across teams. Finally, with burnout a persistent concern in the legal field, firms that prioritize wellness through mental health support, manageable billable expectations, and meaningful time off will lead in attracting and retaining top talent. At Collier Legal Search, we partner with Houston law firms to provide access to exceptional legal professionals. Ready to level up your legal team? Contact us today to find out about our available candidates and to learn how we can support your hiring and retention goals.

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Legal Workforce Return to the Office

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Many professional services companies, including law firms, are transitioning their workforce to return to the office. For example, Amazon, Apple, and JPMorgan have all instated return-to-work policies in recent months. As a law firm, your business may benefit from similar policies. On-site working legal professionals, such as attorneys and paralegals, tend to advance their skills faster than their hybrid or remote counterparts. The office provides an optimal environment for efficient onboarding and maximum employee support. Legal professionals returning to the workplace may view this shift as a valuable benefit. Enacting in-office work policies and finding qualified legal candidates can help build an efficient, collaborative workplace to boost employee satisfaction and performance. Value of In-Person Working Many law firms are considering the benefits of returning to an in-person work environment post-pandemic. Although remote work has become the norm for many industries, law firms may find that in-office policies promote ease of onboarding, mentorship availability, and skills training that legal candidates seek. Onboarding Ease Returning to an in-person work environment offers several advantages for law firms, including streamlined onboarding for new hires. When employees are present in the office, it’s easier for them to interact with colleagues and gain a more comprehensive understanding of the firm’s culture, values, and operations. In-person onboarding fosters stronger relationships and a greater sense of community among employees. These benefits can lead to higher job satisfaction, better employee retention, and increased productivity for legal firms. By providing an optimal environment for onboarding, your firm can foster long-term success for your employees and the organization. Mentor and Trainer Availability Having mentors and trainers readily available and approachable is crucial for employee growth and development, particularly in the legal industry. When experienced attorneys and legal team supervisors are accessible to answer questions and offer guidance in person, newer team members can learn more quickly and effectively. Approachable mentors and trainers help your firm foster a continuous learning culture, increasing job satisfaction and retention. With this approach, your team leaders can build a more skilled and motivated workforce, translating to better client solutions and law firm growth. Productivity & Growth Productivity and growth are essential for law firms to stay competitive and succeed in the shifting legal industry. In-office strategies encouraging productivity, such as face-to-face meetings, tracking KPI metrics, and sharing regular feedback, can help your firm keep employees focused and motivated. You can promote growth through ongoing learning opportunities and career development at the office to help team members advance their skills in specific areas of law, such as ESG. Offering in-house CLEs or other training and mentorship can help your employees build their expertise, take on new clients, and promote growth for the organization. This is especially important for attorneys on a path to partnership. Collaboration, Top-Down A top-down approach to collaboration is essential for legal firms looking to foster teamwork and drive better outcomes for clients. This collaboration structure also helps ensure everyone is on the same page and working towards the same objectives. A top-down approach to collaboration is particularly effective in an in-person work environment, where team members can interact face-to-face and build strong relationships. Being physically present in the office allows for more spontaneous conversations and informal interactions, leading to more effective collaboration and stronger camaraderie among team members. On-site collaborative tools and technologies, like digital whiteboards, can facilitate communication and information sharing. This helps team members stay connected and productive even when working on different projects. Grow Your Legal Team with Collier Legal Search Collier Legal Search provides legal staffing assistance for law firms seeking to build a strong legal team in the current return-to-work environment. Our experienced recruiters specialize in identifying and attracting qualified legal talent, from entry-level associates to established partners. With a comprehensive understanding of the challenges and possibilities in today’s legal job market, we can guide you throughout the recruitment process and help you find your next hire. Contact us today to discover how we can help you cultivate a more competitive legal team.

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Mid-Market Law Attracts Big Talent

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In the current lateral attorney recruiting climate, mid-market and smaller law firms just may have an edge. What Mid-Market and Smaller Law Firms Can Offer Specific perks are offered to lawyers at mid-market and smaller law firms. These benefits continue to attract top talent. Rate Flexibility While Developing Client Base While new 2023 data shows that many large law firms are raising rates by about 10%, lawyers at mid-market or smaller firms often have rate flexibility in keeping with their current and prospective client expectations. Streamlined, Fast Conflict Checking Process New client business is vital to perpetuating any law practice. Conflicts must clear completely before a client can be taken on for representation. At large law firms, the conflict-check process can take a very long time due to the number of matters being handled both domestically and internationally. Smaller law firms can accurately breeze through the conflicts-checking process in a timely manner, paving a clear path to representation while growing market share. Career Development Support and Planning At smaller firms, employees often receive personally tailored career development and planning. At some firms, dedicated hours during the work week are provided to attorneys who may seek real training on how to grow their client base. Also, many mid-size firms engage in strategic workforce planning to ensure a seamless transition when an employee moves or retires. Strategic planning at a smaller firm also means that employees enjoy an open career path with many opportunities for growth both horizontally and vertically. Hands-On Client Matters, From the Boardroom to the Courtroom At smaller firms, less experienced attorneys can often step away from the in-box/out-box daily tasks and are invited to participate in active client representation. Opportunities in both the board and courtrooms can come quickly for these aspiring advocates. WANT TO LEARN MORE ABOUT LAW FIRM PLATFORM DIFFERENCES AND APPROACHES TO THE LAW PRACTICE BUSINESS? Contact our veteran legal recruiting team to learn more. Kay Kurtin Egger, Attorney & Co-Founder of COLLIER LEGAL SEARCH, LLC

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Veteran Legal Recruiters Make Good Hires

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Hiring the right employee is crucial to any business’s success, but time constraints and a lack of screening and evaluation procedures can result in a risky hire. Veteran legal recruiters, such as those working at Collier Legal Search, LLC, are highly specialized in helping legal teams source the best candidates. They use their industry knowledge to evaluate potential hires and identify warning signs that may not be obvious to the untrained eye. Why Legal Teams Make Bad Hires Legal teams sometimes make bad recruitment choices due to a lack of proper screening and evaluation processes. Often this is due to a lack of time available for the full vetting process. As the result, legal hires may be based heavily on credentials without enough regard for environmental fit and long-term potential for success. Process is Rushed to Get New Hire Working Integrating a new hire into a position can take up to 12 months. If you need a role filled immediately and don’t have anyone in the pipeline, you may rush the process without adequately vetting the candidate. No Time to Interview Potential Candidates Rushed decisions occur when your firm needs to fill a role quickly and needs more resources for pre-screening interviewees to find the best fit. Partnering with a legal recruiter helps you screen and evaluate candidates before you interview them. This reduces the time you spend interviewing since you only have to meet with the best talent for the role. It is ideal to know your legal recruiter and, more importantly, ensure your legal recruiter knows you, your legal team, and your business environment well. Candidate Pool Isn’t Large Enough Another challenge a legal team’s hiring managers face is an ever-shrinking, solid candidate pool. This may occur due to a lack of job postings, inadequate online presence, not targeting the right audience, or insufficient networking opportunities. Your legal recruiter should be able to handle all of these matters for you. The Risk of Making Bad Hires Hiring a risky candidate may be costly, and the losses may add up with the sunk time invested in onboarding, orientation, and training and the lack of productivity. A bad hire can additionally demoralize your team and harm your team’s reputation, leading to a loss of clients. High Turnover Rate According to the ABA, law firms saw a turnover rate of 23.2% for associates in 2021. A 2019 Gallup poll reported that replacing an employee costs about one-half to two times their annual salary. With high turnover, your firm pays more in recruiting and hiring expenses. You may also experience decreased productivity due to unfinished projects or disjointed client representation. Wrong Fit for Your Firm’s Culture Company culture can impact your firm’s success and increase employee retention. In a 2019 survey by Glassdoor, 22% of respondents stated that company culture was the single biggest influence on job satisfaction. Looking for candidates who apply for the job to make a difference rather than just for a paycheck is crucial. A candidate whose principles and work ethic do not align with your firm’s values can adversely impact staff engagement, lower productivity, and waste resources. Time and Money Wasted Hiring candidates without top-level qualifications can be costly. Onboarding and training a new employee can cost thousands and can take months until they are fully productive. If your candidate does not work out, that is money wasted that you could have reinvested in your brand. Advantages of Hiring A Legal Recruiting Firm Working with a recruiting firm helps you simplify the hiring process and choose the right candidate the first time. Collier Legal Search’s veteran team ensures you speak with qualified candidates to fill open positions. Recruiters are in the Business of Hiring The Collier Legal Search team has entered its 20th year of service out of our Houston, TX, office. Our staff has over a century of combined experience in the legal industry. They can match your firm’s needs with the qualifications of available applicants and proactively recruit candidates based on your firm’s specifications. Produce Qualified Candidates Our recruiting firm has access to a vast pool of applicants to help you identify qualified individuals for the role. We have a thorough understanding of the legal sector and can introduce you to candidates who may not be actively seeking employment but are a suitable match for the role. Reduce the Time Required for the Hiring Process The Collier Legal Search team screens resumes and applications to save time. We pre-select and pre-interview the most qualified candidates, allowing your firm to focus on interviewing the most promising potential hires. Hire Qualified Staff With Collier Legal Search Collier Legal Search is a Texas-based legal recruiting firm with over a century of experience in the legal staffing industry. We have the candidate network and skills to find the right hires to help your firm thrive. Contact our legal recruiting team to start the hiring process and find top-quality candidates.

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